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Eliminating unnecessary duplication of training: the case for the Skills Passport

Eliminating unnecessary duplication of training: the case for the Skills Passport . Andrew Butcher, Director of Development, Skills for Health. Outline of presentation and discussion. The Problems The Skills Passport for Health Benefits for the health sector Stakeholders

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Eliminating unnecessary duplication of training: the case for the Skills Passport

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  1. Eliminating unnecessary duplication of training: the case for the Skills Passport Andrew Butcher, Director of Development, Skills for Health

  2. Outline of presentation and discussion • The Problems • The Skills Passport for Health • Benefits for the health sector • Stakeholders • Implementation and roll out

  3. 1. The Problems Unnecessary repetition of induction training Unnecessary repetition of clinical skills training Sub-optimal use of training funds Delays in getting new staff into new roles Lack of visibility of staffs’ skills during pressure situations …

  4. 2. What is the Skills Passport for Health? • A portable, online record of an individual’s career history, qualifications, skills and training • Owned by the individual, seen and held by employers • Portable across • NHS and non-NHS, • permanent, contract, temporary and volunteer workers, • clinical and non-clinical staff • England, Scotland, Wales and Northern Ireland • Based on nationally agreed training and skills frameworks • Verified independently • Secure

  5. 3. How will it benefit the health sector? • Saves money – an average trust of 3,000 employees can expect to save £225,000 per annum • Reduces duplication of training (particularly Statutory & Mandatory training) saving money and freeing up staff time • Reduces costs of staff cover and pre-employment administration • Reduces time to hire new staff so you get the skills you need in place fast • Increases quality of care and creates a more flexible workforce through easier matching of staff skills to patient needs • Provides visibility of workforce skills so you can identify and prepare for skills shortages • Promotes a culture where individuals take ownership of their career progression

  6. Background Strategy Group Members

  7. 5. Implementation • The SPfH programme is being rolled out on a stage by stage basis starting with the Cheshire & Merseyside area. • All trusts in the area have received business cases demonstrating the potential efficiency savings they could achieve. An average trust of 3,000 employees can expect to save about £225,000 per annum. • It is estimated that the SPfH could generate £390m of efficiency savings per annum for the health sector as a whole (HSJ Sept 2010). • As a result there is increasing interest from both NHS and non-NHS organisations. As far as non-NHS organisations are concerned, we are currently working with Macmillan Cancer Support, the Ministry of Defence and Care UK. • Local discussions are building links with HEIs and apprenticship training

  8. Roll out – possible sequence

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